Health Insurance Benefit Coverage Law 
Effective August 4, 2004, insureds may have their Social Security numbers removed from health insurance identification cards, and after January 1, 2006, such identification cards may not display a Social Security number (H. 1311, L. 2004, at CO ¶6-4000).

Recordkeeping/Posters Law 
Colorado has added a new article prohibiting the inclusion of Social Security numbers on licenses and permits, and the like, with limited exceptions. The new law, which takes effect August 4, 2004, contains document destruction provisions (H. 1311, L. 2004, at CO ¶6-9900).

Access to Personnel Files Law
The State has amended its Personnel Files Act. The Labor Commissioner will be able to secure by subpoena an employer against whom a complaint has been filed; an employee who has filed a complaint that is the subject of such investigation; any other person having custody or control of such employee's medical record or personnel file; or any person whose testimony may be pertinent to the matter under investigation, together with any records relevant to the investigation. Title 31, Chapter 563a, Section 1, as enacted by P.A. 04-178 (H. 5392), L. 2004, effective Oct. 1, 2004.

Military and Emergency Services Leave Law
The state has enacted a law providing for benefits and protection for volunteer canine search and rescue members (P.A. 04-241 (S. 62), L. 2004, at CT ¶7-7200).

Overtime Pay Law
Connecticut Governor John G. Rowland signed legislation on June 8, 2004, regarding mandatory overtime limits in hospitals. Effective October 1, 2005, hospitals will not be able to require a registered nurse, licensed practical nurse or registered nurse's aide to work in excess of their scheduled work shift, if such work shift is determined and provided at least 48 hours prior to start of the scheduled shift. A nurse may volunteer or agree to work hours in addition to the scheduled work shift, but a refusal to accept additional hours cannot be used as grounds for discrimination, dismissal, discharge or any other penalty or employment decision adverse to the nurse. Exceptions to the law are specified (P.A. 04-242 (S. 469), L. 2004, at CT ¶7-1100).

Whistleblower Protection Law
In an effort to enhance corporate fraud accountability, the state has enacted a law to protect employee whistleblowers (P.A. 04-56 (S. 492), L. 2004, at CT ¶7-3600).

Criminal Background Checks Law
Before employees or volunteers may work for the state or a governmental subdivision at places children regularly congregate, such as a park or day care center, a search must be made of the Department of Law Enforcement’s database of sexual predators and sexual offenders. The law is not yet codified and reads as enacted by (Ch. 81 (S.B. 1774), L. 2004, Section 1, effective May 21, 2004. 

Criminal Background Checks Law
Burglar alarm system agents and fire alarm system agents are required to undergo criminal background checks and the law is at Title XXII, Chapter 289, Part II, Sections 489.518 and 489.5185, as amended by Ch.76 (S.B. 562), L. 2004, effective July 1, 2004.

Criminal Background Checks Law
Service provider personnel who have direct contact with unmarried minors and developmentally disabled clients are subject to background checks. Title XXIX, Chapter 397, Section 397.451, as amended by Ch. 267 (H.B. 1823), L. 2004, effective July 1, 2004. ( ¶10-23,600.21  )

Criminal Background Checks Law
Nursing homes are required to conduct background screening checks on all personnel. Title XXIX, Chapter 400, Sections 400.215 and 400.619, as amended by Ch. 267 (H.B. 1823), L. 2004, effective July 1, 2004. ( ¶10-23,600.31 and ¶10-23,600.32 )

Criminal Background Checks Law
The guidelines for public and private employers, including licensing agencies, that require a background screening or security check for employment have been amended. Title XXXI, Chapter 435, Part 1, Sections 435.03 and 435.04, as amended by Ch. 267 (H.B. 1823), L. 2004, effective July 1, 2004. ( ¶10-23,601.03, ¶10-23,601.04, ¶10-23,601.045, ¶10-23,601.05 and ¶10-23,601.07 )

Criminal Background Checks Law
Public officers and employees who hold positions of special trust or responsibility or sensitive location are subject to a security background check, including fingerprinting, as a condition of employment. Title X, Chapter 110, Section 110.1127, as amended by Ch. 267 (H.B. 1823), L. 2004, effective July 1, 2004. ( ¶10-23,601.21 )

Criminal Background Checks Law
The provision pertaining to the access of criminal history records and the sealing of such records has been amended. Title XLVII, Chapter 943, Section 943.059, as amended by Ch. 267 (H.B. 1823), L. 2004, effective July 1, 2004. ( ¶10-23,602.02 )

Criminal Background Checks Law
Criminal records checks are required for day care center owners, directors and employees. Title 49, Chapter 5, Article 3, Sections 49-5-60 and 49-5-67, as amended by Act 465 (H.B. 1347), L. 2003, effective July 1, 2004.  (¶11-23,600.31 and ¶11-23,600.39 )

Equal Pay Act Rules
The Illinois Department of Labor has adopted rules to accept and process complaints, conduct investigations and make determinations of equal pay and retaliation violations of the Equal Pay Act of 2003. Title 56, Part 320, Sections
320.100 through 320.740, as adopted effective May 26, 2004. ( ¶14-23,150.01  through  ¶14-23,150.32 )

Unemployment Insurance Law
Iowa contribution rates will continue to be determined under Rate Table 6 in 2004, and will range from zero to 8.0%. New nonconstruction employers pay 1.0%, and new construction employers pay 8.0%, not including the 0.035% administrative surcharge in effect for 2004. Employers who receive a zero rate are still required to pay the administrative surcharge (IA ¶16-1700).

Criminal Background Checks Law
The Louisiana Bureau of Criminal Identification and Information is responsible for disseminating criminal history information in the state. Title 15, Chapter 6, Section 587, as amended by Act 103 (H.B. 663), L. 2004, effective May 28, 2004. ( ¶19-23,601.51 )

Criminal Background Checks Law
As part of an act to improve quality and safety in long-term care, Maine requires personal care agencies, home health care providers and adult day care programs to obtain criminal history record information about applicants for positions as unlicensed assistive personnel and they may not hire individuals with certain notations or convictions in their past. Title 22, Part 4, Chapter 401, Section 1717, as amended by P.L. 634 (H.B. 1275), L. 2004, effective July 30, 2004. ( ¶20-23,600.15 )

Criminal Background Checks Law
Certified nursing assistants are required to undergo a criminal background checks as a condition of licensure and employment. Title 22, Subtitle 2, Part 4, Chapter 405, Section 1812-G, as amended by P.L. 634 (H.B. 1275), L. 2003, effective July 30, 2004. ( ¶20-23,600.21 )

Criminal Background Checks Law
Home health care providers are required to obtain criminal history record information about applicants for positions as unlicensed assistive personnel. Title 22, Subtitle 2, Part 4, Chapter 419, Sections 2149-A, as enacted by P.L. 634 (H.B. 1275), L. 2003, effective July 30, 2004. ( ¶20-23,600.25 )

Criminal Background Checks Law
Adult day care programs are required to obtain criminal history record information about applicants for positions as unlicensed assistive personnel. Title 22, Subtitle 6, Chapter 1679, Section 8606, as enacted by P.L. 634 (H.B. 1275), L. 2003, effective July 30, 2004. ( ¶20-23,600.31 )

Health Insurance Benefit Coverage Law
Maryland now requires that coverage for morbid obesity provide for surgical treatment as recognized by the National Institutes of Health and consistent with its guidelines (S. 868, L. 2004, at MD ¶21-4000).

Polygraph Testing Law
The state has amended its polygraph testing law with respect to exemptions from the law (Ch. 82 (S. 41), L. 2004, at MD ¶21-8800).

Wage Payment Law
The state has enacted a law allowing certain municipalities to require direct deposit for their employees (Ch. 292 (S. 1787), L. 2003, at MN ¶24-1200).

Nondiscrimination, Affirmative Action in State Employment Law
Discrimination in state employment on the basis of age, race, creed or religion, color, disability, sex, national origin, marital status, status with regard to public assistance or political affiliation is prohibited. The law also calls for an affirmative action program covering all state agencies. Chapter 43A, Sections 43A.02, 43A.11, 43A.19, 43A.191 and 43A.39, as amended by Ch. 207 (S.B. 2703) and Ch. 287 (H.B. 2609), L. 2003, effective Aug. 1, 2004. 

Veterans Preference in Public Employment Law
Topic added. Veterans are to be granted a preference in employment under the civil service laws, charter provisions, ordinances, rules or regulations of a county, city, town, school district, or other municipality or political subdivision of this state. Chapter 197, Sections 197.447, 197.455, 197.46, 197.48 and 197.481, as amended by Ch. 207 (S.B. 2703), L. 2003, effective Aug. 1, 2004. 

Maximum Hours Law
Federal regulations on drivers' hours of service, with limited exceptions, have been adopted by the state (Ch. 167 (H. 1978), L. 2004, at MN ¶24-1300).

Discrimination Against Military Personnel Law
Topic revisited. No employer may, with intent to discriminate, ask a person seeking employment whether the person is a member of the National Guard or a reserve component of the United States Armed Forces. This law is at Chapter 181, Section 181.535, as enacted by Ch. 256 (H.B. 2166), L. 2003, effective Aug. 1, 2004. ( ¶24-21,150.02 )

Garnishment Law
Employer notice requirements have been amended (H. 917, L. 2004, at MS ¶25-5600).

Criminal Background Checks Law
The law pertaining to the employment of certified and noninstructional employees in public schools has been amended. Title 37, Chapter 9, Section 37-9-17, as amended by S.B. 2498, L. 2004, effective July 1, 2004. 

Criminal Background Checks Law
The law pertaining to criminal background checks of health care institution personnel has been amended. Title 43, Chapter 11, Section 43-11-13, as amended by S.B. 2607, L. 2004, effective July 1, 2004. 

Preemployment Inquiries Law
The state has amended its background check requirements for certain school employees (S. 2498, L. 2004, at MS ¶25-9000).

Unemployment Insurance Law
Rate information has been updated (MS ¶25-1700).

Overtime Pay Law
The state has enacted a law requiring state agencies to provide overtime pay for employees not exempted by the federal Fair Labor Standards Act (H. 1548, L. 2004, at MO ¶26-1100).

Whistleblower Protection Law
The state's whistleblower protection law has been amended to allow state employees to talk to the attorney general or specified other state officials about alleged misconduct (H. 1548, L. 2004, at MO ¶26-3600).

Wage Payment Law
Beginning January 1, 2005, salaries may be prorated when an employee is terminated for cause. Also, at that time, an employer may deduct certain voluntary contributions and payments from an employee's wages upon the employee's written request (S. 316, L. 2004, at NH ¶30-1200).

Human Rights Act
Provisions of the Human Rights Act pertaining to unlawful discrimination based on sexual orientation or gender identity discrimination have been clarified. Ch. 28, Article 1, Sections 28-1-7 and 28-1-9, as amended by Ch. 115 (H.B. 277), L. 2004, effective July 1, 2004. ( ¶32-20,025.07 and ¶32-20,025.09 )

Family and Medical Leave, State Employment Law
Oklahoma law provides that the Office of Personnel Management shall promulgate rules that would entitle state employees to family leave for childbirth, adoption or care of a terminally or critically ill child or dependent adult. Title 74, Chapter 27A, Section 840-2.22, as amended by S.B. 1385, L. 2003, effective May 18, 2004. 

Health Insurance Benefit Coverage Law
Beginning January 1, 2005, the state will require health benefit plans to provide coverage for routine annual obstetrical/gynecological exams (S. 587, L. 2003, at OK ¶37-4000).

Jury Duty and Court Attendance Leave Law
Oklahoma has increased protections to those called to jury duty, providing that any person summoned to serve as a juror who notifies his or her employer of such summons within a reasonable time after receipt of the summons and prior to serving may not be terminated, removed or otherwise subject to any adverse employment action as a result of such service (S. 479, L. 2003, at OK ¶37-7100).

Preemployment Inquiries Law
The state has amended its provisions relating to criminal background checks for nurse aides (S. 1184, L. 2003, at OK ¶37-9000).

Smoking in the Workplace Law
Horse racing gaming and simulcast areas may be exempt from no-smoking requirements if certain conditions are met (H. 2416, L. 2003, at OK ¶37-2700 ).

Unemployment Insurance Law
Rate information has been updated (OK ¶37-1700).

Criminal Background Checks Law
Criminal records checks are required for personnel of nursing, adult day-care and home health care agencies. Title 63, Chapter 1, Article 19, Section 1-1950.1, as amended by Ch. 287 (S.B. 1184), L. 2003, effective May 11, 2004. ( ¶37-23,600.31 )

Jury Duty and Court Attendance Leave Law
Rhode Island has added a new statute under its "Victim's Bill of Rights" provisions to require every employer with 50 or more employees to allow an employee who is the victim of a crime to leave work to attend court proceedings related to the crime (Ch. 04-032 (H. 8037), L. 2003, at RI ¶41-7100).

Preemployment Inquiries Law
The law relating to criminal records checks of child care workers has been amended (Ch. 04-037 (H. 8048), L. 2003, at RI ¶41-9000).

Wage Payment Law
A new chapter has been added to the Rhode Island statutes regulating employer transportation charges. Basically, temporary placement staffing agencies may not require their employees to provide transportation to other employees as a condition of employment. They also may not charge an employee for transport services or collect  fees for transportation services provided by other employees, the employer or by a subcontracted transportation company. However, they may create a voluntary public transportation bus pass program and offer transportation services at cost, under certain conditions (Ch. 04-023 (H. 7863), L. 2004, at RI 41-1200). 
Also, the state has increased employer penalties for violations of the wage payment law (Ch. 04-084 (H. 7910), L. 2003, at RI ¶41-1200).

Victims of Domestic Abuse Law
Employers with 50 or more employees are to allow an employee who is the victim of a crime to leave work to attend court proceedings related to the crime. Also, employers can not dismiss an employee for exercising his or her right to take such leave and an employee's seniority is not to be affected. Title 12, Chapter 28, Section 12-28-13, as enacted by P.L. 32 (H.B. 8037), L. 2004, effective June 9, 2004. ( ¶41-21,050.02 )

Criminal Background Checks Law
Employees of child care facilities and youth serving agencies are required to undergo a criminal background check as a condition of employment. Title 40, Chapter 40-13.2, Section 40-13.2-5, as amended by Ch. 37 (H.B. 8048), L. 2003, effective June 9, 2004. ( ¶41-23,600.63 )

Recordkeeping/Posters Law
The state's workers' comp poster has been updated (TN ¶44-9900). 

Fair Employment Practices Law
The Equal Pay Remedies and Enforcement Act went into effect June 7, 2004.
Expanded penalty provisions for violations of the state's equal pay law are now in place (Ch. 822 (H. 189), L. 2003, at TN ¶44-2500). 

Health Insurance Benefit Coverage Law
Vermont has enacted a law relating to the therapeutic use of marijuana by persons with severe illness. The law does not require health insurers or employers to cover the cost of the marijuana use, however (S. 76, L. 2003, at VT ¶47-4000).

Overtime Pay Law
The Department of Labor and Industry's Wage & Hour Program has published information regarding the state's policy concerning "white collar" overtime exemptions in light of the recent changes to federal rules (VT ¶47-1100).

Whistleblower Protection Law
The state has enacted a whistleblower protection law for health care workers (S. 154, L. 2003, at VT ¶47-3600).

Discrimination in Public Contracts Law
Whenever there exists (i) a rational basis for small business enhancement or (ii) a persuasive analysis that documents statistically significant disparity between the availability and utilization of women- and minority-owned businesses, the Governor is authorized and encouraged to require state agencies to implement appropriate enhancement or remedial measures consistent with prevailing law. Title 2.2, Subtitle II, Part B, Chapter 43, Section 2.2-4310, as amended by Ch. 865 (H.B. 1145), and Ch. 891 (S.B. 598), L. 2004, effective July 1, 2004.  ( ¶49-23,301.01 )

Criminal Background Checks Law
Provisions pertaining to background checks of operators and personnel of assisted living facilities, adult care centers, child welfare agencies and centers are have been amended. Title 63.2, Subtitle IV, Chapter 17, Article 3, Section 63.2-1721, as amended by Ch. 714 (S.B. 612), L. 2004, effective July 1, 2004.  ( ¶49-23,600.47 )

Criminal Background Checks Law
The Department of State Police shall keep and maintain an Applicant Fingerprint Database for the purpose of those agencies and entities who require a criminal background check as a condition of licensure, certification, employment, or volunteer service. Title 52, Chapter 10, Section 52-46, as enacted by Ch. 826 (S.B. 634), L. 2004, effective July 1, 2004.  ( ¶49-23,601.51 )

Criminal Background Checks Rules
Applicants and volunteers of child welfare agencies are required to undergo a criminal background check as a condition of employment. These regulations are at Title 22, Agency 90, Chapter 191, Sections 40-191-10 through 40-191-50, as adopted effective April 1, 2004. ( ¶49-23,650.21 through ¶49-23,650.35 )

Discrimination in Political Appointments Law
Constitutional officers are prohibited from discriminating on the basis of race, color, religion, sex or national origin in making political appointments other than policy-making positions, personal staff or undercover positions. Title 15.1, Subtitle II, Chapter 16, Article 1, Section 15.2-1604, as amended by Ch. 453 (H.B. 934), L. 2004, July 1, 2004. ( ¶49-20,028.01 )